Page 3 - ORC Employment (Miscellaneous Provisions) Act 2018 Guidance Note (002)
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Employment (Miscellaneous Provisions) Bill 2018
                              ORC Update for Employers
                              _______________________________________________________________

               Additional  changes  brought  about  by  the  Employment  (Miscellaneous
               Provisions) Act 2018


               In addition to the items outlined above, the new Act brings about changes to the Unfair Dismissals Act
               1997. Up to now Adjudication Officers of the WRC did not have the power to compel witnesses to
               attend a hearing to give evidence in relation to cases taken under the Unfair Dismissals Act. From 4th
               March 2019 the WRC has the power of witness compellability.


               The new Act also brings about changes to the National Minimum Wage Act 2000

               From 4th March 2019 wage rates for employees under 18 and those over 18 will be simplified, as
               follows:
                          •  Under 18 €6.86/hour;
                          •  18 years old €7.84/hour;
                          •  19 years old €8.82/hour; and
                          •  National Minimum Wage remains at €9.80/hour


               The next step for employers

               The Act comes into force on 4  March 2019. All employers should take the following steps:
                                          th

                   •  Ensure it is possible to provide all new employees with a contract of employment or a statement

                       containing  (at  minimum)  the  five  core  terms  of  employment  within  five  days  upon
                       commencement.
                   •  From 4  March you will be required to state the number of hours which you reasonably expect
                             th
                       the employee to work (a) per normal working day and (b) per normal working week in all new

                       contracts issued.
                   •  If zero hour contracts are in place and the limited exceptions do not apply, ensure that these
                       contracts are discontinued; and
                   •  Review contracts of employment and ensure that any employees who regularly work in excess

                       of their contracted hours are provided with a contract that accurately reflects their working
                       arrangement.



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